More than a quarter of 2016 is already in the books, so it’s a great time to take stock of how the year is going from a talent management standpoint. Is it time for some “spring cleaning” when it comes to your plans for the rest of the year?

Quarterly goals are important. They tend to be more successful and easier to achieve because they feel more attainable than longer-range objectives. But even if you feel you’ve fallen short year to date, it’s not too late to get things back on track.

The Do’s and Don’ts

Don’t make these missteps:

  • Overdo your social media job post push. Social media is about people connecting with other people, not pushing every job opening you have to anyone and everyone. Be strategic in your approach, send fewer job posts per day, make them personal and authentic, and invest in resources that promote your employer brand through influential contact. Connect first – and then recruit.
  • Rely too much on job ads. Job ads are an important recruitment tool. But, don’t rely solely on them to attract A-level talent. Consider your talent acquisition spend both in terms of your cash resources and your team’s time. If most of your recruitment staff days are spent wading through endless piles of resumes for unqualified candidates, you need to rethink your process.
  • Overlook candidates who don’t have the “right’ experience. Skills can be taught on the job, but work ethic and values – once developed – stay with a person for life. Instead of limiting your talent base, broaden your scope by scouting primarily for attitude and cultural fit. At the same time, build your in-house training and development strength. Not only will you have people working on your company’s exact processes, you will also contribute toward filling your skills gap, versus widening it.
  • Mislabel candidates as job hoppers. More than 90 percent of millennials expect to stay at a job for less than three years. This indicates a growing trend toward more diverse work experiences. The benefits of hiring candidates who fit this category tends to far outweigh any negatives. Be creative in your recruiting by considering applicants with a variety of professional experience.

Do follow these best practices:

  • Optimize mobile technology. More than half of today’s Internet usage is through a mobile device – and 89 percent of job seekers believe that their device is a key tool for their search. Consider developing your own mobile app solution. It will quickly become a necessity.
  • Enhance your content strategy. Close to 80 percent of consumers believe that organizations with custom content are interested in building good relationships with them. Strong content strategy has a direct impact on search engine optimization.
  • Invest in an industry-leading website. In one recent Web perception study, 46 percent of respondents said site design was their number-one criterion for judging credibility. If you want to be taken seriously among your competitors, start by investing in a visually appealing, easy-to-use, and mobile-friendly website. This keeps you relevant, enhances the user experience, and makes you stand out.

As you fine-tune your talent management plans for the remainder of 2016 – and beyond – consider partnering with the experts at PrideStaff Fresno. We get to know you and your business, and will custom design a solution to best meet your needs. Contact us today to learn more.

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